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Physician Code of Professional Behavior
Immigration Law Compliance COPC adheres to the Immigration Reform and Control Act of 1986 (IRCA), which is a federal law. The IRCA requires the Company to complete required I9 forms to verify that every employee hired is authorized to be employed in the United States. The Act requires that on the first day of employment, military status, veteran status, disability, genetic information, pregnancy, or any other characteristic protected by local, state, or federal law. This Equal Employment Opportunity policy governs all aspects of employment including, but not limited COPC may terminate the employment relationship at any time, for any reason not prohibited by law. As an “at will” employee, it is not guaranteed in any manner that employees will be employed with COPC for any set period of time. An employee’s job description may be amended, modified, or terminated at any time by COPC. Only the Chief Executive Officer (CEO) has authority to enter into an agreement for employment for a specified Equal Opportunity Employer COPC is an Equal Opportunity Employer. Employment opportunities at COPC are based on an employee’s qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to race, color, religion, gender and gender expression, transgender, sexual orientation, citizenship, national origin, ancestry, age, The physicians and staff at each COPC work location are dedicated professionals focused on providing quality, safe care for their patients. The intent of this policy is to ensure that all individuals are treated with courtesy, respect, and dignity. This policy focuses on the expected conduct that physicians display towards each other, their staff, and their patients. In addition, this policy addresses the process that will be used to handle cases of inappropriate conduct. Safety and quality thrive “At Will” Employment Employment at COPC is “at will” for all employees who are hired to work for COPC. This means employees are free to resign at any time and all employees complete and sign Section 1 of Form I-9, Employment Eligibility Verification Form and present documents proving their identity and eligibility to work in the United States.
in a work environment that supports teamwork and respect for other people, regardless of their position in the organization. Disruptive behavior that intimidates others and affects employee morale can also harm care. The Physician Discipline policy can be found here. In addition, all staff must adhere to the Gifts and Gratuities To/From Patients policy.
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period of time or to make an agreement for employment other than “at will”, and then it must be in writing and signed by both the employee and CEO. No other member of management or employee at COPC has the authority to make any such agreement. Nothing in this handbook may be construed as creating a promise of future benefits, a guarantee of continued employment, or a binding contract between COPC and any of its employees.
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to, recruitment, hiring, selection, job assignment, promotions, transfers, compensation, discipline, termination of employment, layoff, access to benefits and training, and all other conditions and privileges of employment. COPC requires the reporting of all instances of discrimination and harassment as a condition of employment and prohibits retaliation against any individual who reports discrimination or harassment, or participates in an investigation of such report. Violations of this policy may result in disciplinary action, up to and including termination of employment. The law applies to all classifications of full-time and part-time employees employed by the Company. Should an employee be unable to present required documents within three (3) days of hire or show proof that they have applied for the required documents (and provides the documents within 90 days of hire), the Company will be forced to terminate the employment relationship no later than the third day of hire from COPC, as required by law.
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